Article Type : Research Article
Authors : Chaparro Medina JE, Lirios CG and Rincón Rodríguez IC
Keywords : COVID-19, Commitment, Model, Social work
At the time of writing this paper,
the pandemic caused by the SARS-CoV-2 coronavirus and COVID-19 has infected 15
million, sickened 7 million, and caused 700,000 deaths worldwide [1]. In
Mexico, 400,000 infections and 40,000 deaths have been recorded [2]. Social
work intervenes in public policies and social programs aimed at vulnerable,
marginalized, or excluded people; its commitment must be analyzed considering
its relationship with the management of the treatment of the disease and the
rehabilitation of health sector institutions [3]. Policies to prevent COVID-19
were distinguished by confinement and social distancing derived from an
epidemiological traffic light that reduced or increased organizational
processes, such as work commitment. In the case of Mexico, the health culture
that inhibits disease prevention, as well as resistance to medical care until a
critical and irreversible stage, coupled with the discretionary and
non-selective recruitment of 50 thousand health professionals, hospitals
without equipment and the lack of ambulances; have caused the death of 40
thousand people and at least 80 thousand more deaths are projected [4].
However, as deaths increase due to the risks associated with the health crisis,
work commitment intensifies [5]. Mexico's anti-pandemic policies allowed the
hiring of health professionals in the midst of the health crisis [6]. In
addition to the hiring of health personnel recently graduated from universities
(Bermudez et al., 2021). In this complex scenario, work commitment, understood
as dispositions against or in favor of health policies, public assistance
services, self-care and social support, has been observed as a complex and
multidimensional variable, which explains the exposure of health workers, as
well as the prevalence of assuming greater risks expecting minimal benefits or
recognition. The health crisis, anti-COVID-19 policies and work commitment are
aligned by an epidemiological traffic light, which defines the strategies of
confinement, distancing and use of anti-pandemic devices (Abbas et al., 2022).
In this way, work commitment is a guiding axis of academic, professional and
work training in health crisis scenarios [7]. Consequently, the study of the
dimensions of work commitment will clarify the impact of the pandemic on the
training of health professionals. Theoretical frameworks on work engagement
highlight proposals that observe a balance between demands and resources, as
well as approaches that propose dispositions as predictors of performance [8].
A hybrid model is praised in which engagement indicators reflect and affect
performance [9].Within the framework of pandemic mitigation policies, scenarios
of confinement and violence prevail between the parties involved, as well as
between rulers and the governed, attributable to risk management and
communication [10]. In this sense, health professionals develop expectations
towards their authorities and users of public health services, as well as
towards the infrastructure of their work areas [11]. In this way, the
theoretical and conceptual frameworks that explain their degree of commitment
refer to their dispositions, intentions and actions in the face of scarcity,
lack, unhealthiness and famine. In this way, in the 1970s, explanatory theories
of the organizational and personal situation of health professionals were
designed and consolidated [12]. These are the Theory of Reasoned Action, the
Agenda Setting Theory, the Theory of Prospective Decisions, and the Theory of
Risk Amplification. In a context where health institutions and organizations
were considered as balanced environments of demands and resources, the Theory
of Reasoned Action contributed to the state of the art by relating beliefs of
abundance or scarcity with dispositions against or in favor of their
performance [13]. This is the case of health professionals who, when
interacting with their environment, developed self-management skills that
earned them the formation of associations such as "Doctors Without
Borders" or the "International Red Cross" itself [14]. From this
theoretical approach, commitment was the result of a deliberate, planned and
systematic process of biomedical, rather than social or organizational,
decisions in favor of the well-being of health professionals. In the same
decade of the sixties, the media achieved the status of fourth power, by
evidencing the political and institutional failures in the corruption scandals
associated with health policies, in the face of the impact of natural
disasters, the contamination of multinationals or nuclear accidents [15]. These
are environmental organizations that questioned the programs and strategies of
the State in the face of the extinction of animal and plant species [16].
Consequently, this theoretical approach demonstrated commitment as a product of
establishing axes and topics of discussion in the public agenda derived from
the political agenda, and this in turn, influenced by the scientific and health
research agenda [17]. Meanwhile, the Prospective Decision Theory focused on the
study of health promotion, the prevention of accidents or diseases, as well as
self-care and adherence to treatment of users of the public health service
[18]. This theoretical corpus linked decisions in risk situations with
expectations of high costs and maximum benefits, to explain risk behaviors in
the face of the appearance of sexually transmitted diseases.
Finally, in the face of the increase
in cases of disease in developing countries, the Risk Amplification Theory
addressed the problem of crisis communication and management, as well as its
effects on vaccination campaigns for the general or sectoral population [19].
In the case of epidemics and even more so, pandemics, risk amplification refers
to the fact that political strategies are enhanced to their maximum expression
in civil society [20]. In this way, those who make decisions about the
confinement of people acquire the commitment to generate expectations in people
regarding their capacity and performance, tolerance and empathy with victims
and deaths. The theoretical and conceptual
approaches that explain the impact of public policies on the performance of
professionals, public service subjects and the general population, through the
dissemination of decisions in the media, have outlined sectors to be able to
anticipate their responses to health risks and contingencies [21]. The
explanatory proposals of the work Engagement factors range from cognitive
abilities to the influence of organizational reputation [22]. Theoretical
approaches consider that this process of intellectual capital management occurs
in academic training and culminates in job training [23]. In this process,
professional training involves a transition from academic theoretical knowledge
to the treatment of organizational problems.
Research on healthcare staff work
engagement during the COVID-19 pandemic is of great relevance [24]. Healthcare
staff experienced significant levels of stress and fatigue due to the
intensification of workload, lack of resources, and fear of contagion [25]. Constant
exposure to difficult situations and making difficult decisions contribute to
emotional and physical fatigue [26]. Higher rates of mental health disorders,
such as anxiety and depression, were observed among healthcare staff [27]. Fear
of getting infected and worries about bringing the virus home also affected the
mental health of healthcare workers. Despite the challenging conditions,
many healthcare professionals showed a high level of work engagement and
dedication to their duties [28]. Intrinsic motivation to help patients and a
sense of professional responsibility were key factors contributing to
engagement [29]. Lack of adequate recognition and support from institutions and
society at large negatively affected work engagement [30]. Tokens of gratitude,
emotional support, and additional resources were crucial to maintaining morale
and engagement. The importance of implementing
interventions and policies that address mental health, well-being and social
support for health personnel was highlighted [31]. Resilience training, access
to mental health services and workload reduction were proposed as effective
measures [32]. Work engagement will allow anticipating the responses of health
professionals in general and social workers to a probable scenario of risks,
contingencies and threats to their health and integrity.
Model of Work Commitment
A theoretical model of employee engagement can be structured by considering several key elements that influence employee commitment to their organizations.
Individual background
Personality: Some personality
characteristics such as extroversion, openness to experience and emotional
stability can influence an individual's willingness to commit to their work
[33].
Organizational background
Organizational culture: A culture
that promotes trust, respect, recognition and personal development can foster
employee engagement.
Variable media
Job satisfaction: Job satisfaction
is a key factor that influences employee engagement. When employees are
satisfied with their jobs, they tend to be more committed to the organization
[35].
Consequences
Job performance: Engaged employees
tend to perform better at their job tasks.
Moderators
Leadership: Leadership style can modulate the relationship between background and job engagement.
Job Resources: The availability of
adequate resources, both material and human, can influence employees' ability
to engage with their work [37].
This model provides a framework for understanding how various individual and organizational factors can influence employee work engagement, as well as the consequences that such engagement can have for the organization. However, it is important to note that work engagement is a complex and multifaceted phenomenon that can vary in different organizational and cultural contexts. Since work engagement theory increasingly involves the impact of anti-pandemic policies through confinement and distancing strategies, the aim of this paper was to compare the theoretical model reported in the consulted literature with respect to the observations of the present paper. Are there significant differences between the theoretical model reported in the literature and the model observed in this work regarding work commitment in the face of the pandemic? Hypothesis. Anti-COVID policies through confinement and distancing of people impacted the formation of intellectual capital in health in three dimensions related to human capital, structural capital and relational capital [38]. Consequently, significant differences are expected between the theoretical model and the empirical model.
Method
A cross-sectional, correlational,
psychometric and exploratory study was conducted with a sample of 100 students
(M=20.3 SD=3.4 years and M=9'890.00 SD 567.00 monthly income) in academic,
professional and work training in a town in central Mexico. The Work Commitment Scale was used (see appendix A). It includes
the dimensions of involvement, identification and loyalty. Reliability reached
alpha values of 0.764 and omega of 0.723. The adequacy was higher than
expected. Sphericity was significant and validity ranged between 0.562 and
0.642. The sample was contacted via
email. An invitation letter and a confidentiality agreement were sent to ensure
anonymity and protection of personal information. Focus groups were organized
to clarify the meanings of work commitment in the face of the pandemic, as well
as a Delphi study to evaluate the items.
Data were captured in Excel and processed in Google Colab (see Appendix B).
The parameters of reliability, adequacy, normality, linearity,
homoscedasticity, sphericity, validity, fit and residual were processed. Values
??close to unity, with the exception of residuals, were considered as evidence
of non-rejection of the hypothesis.
Results
The descriptive values that allow
multivariate analysis such as reliability, adequacy, sphericity and validity to
assess the factorial structure of work commitment reached sufficient values. Adequacy and Sphericity ??2 = 21.23 (12gl) p < .05; KMO =
.0627?Social (16% total variance explained and alpha with 0.778), Sectoral (13%
total variance explained and alpha with 0.765), Academic (10% total variance
explained and alpha with 0.780), Training (7% total variance explained and
alpha with 0.756), Family (4% total variance explained and alpha with 0.752),
Professional (2% total variance explained and alpha with 0.790), Personal (1%
total variance explained and alpha with 0.760). The factor structure made up of seven dimensions related to
social, sectorial, academic, training, family, professional and personal
aspects explained 53% of the total variance, suggesting the extension of the
work to other dimensions that the literature identifies as antecedents of
social work; charity, welfare or altruism. The social factor explained the
largest percentage of the variation with 16%, indicating that the work commitment
of the surveyed sample is linked to the reputation, prestige and image of the
institution in the eyes of society in general. It is a deep commitment to local
values, norms, uses and customs that reflect a demand and requirement for
attention from health professionals, even more so in the face of risk events or
contingent situations. Once the
seven factors that explained 53% of the variance were established, the
structure of relationships between these seven factors was estimated,
considering the possible relationships with other factors not included in the
model, but predicted in the estimation of the covariances. The analysis of covariances between indicators suggests the
inclusion or not of other indicators if the diagonal is close to unity. The
results show values close to unity that suggest the convergence of the
indicators in the established factors. The
empirical model analysis suggests the specification of the observed structure
for comparison with the literature review. The findings demonstrate the
prevalence of three factors with 11 indicators. The first factor related to
participation included three indicators, the second factor related to
identification included three indicators, and the third factor related to
loyalty included five indicators. The structure of relationships between factors
revealed that there are possible relationships between the factors with respect
to another common second-order factor, which the literature identifies as work
commitment. The adjustment parameters and residuals ??2 = 231.14 (25gl) p >
.05; GFI = .997; CFI = .999; RMSEA = .0007?suggest the norm of the null
hypothesis regarding significant differences between the structure of
theoretical relationships with respect to the structure of relationships found.
Regarding the theoretical,
conceptual and empirical frameworks of work engagement, the structure found
indicates a delimitation to seven factors. That is, work engagement is
multidimensional because its factors reflect the multidimensionality of
engagement in a scenario of risks of contagion, illness and death from
COVID-19.
Discussion
The contribution of this work to the
state of the art lies in the establishment of a factorial and structural model
that reflects the dimensions of work commitment in the scenario of intellectual
capital formation in the face of the health crisis. The results found suggest
that the established model is significantly different from the theoretical
model reported in the literature from 2020 to 2023. In addition, the empirical
model corresponds to the findings reported in the literature regarding the
dimensions of work engagement. Consequently, it is recommended to test the
model in similar scenarios and samples, although the level of reliability and
the percentage of explained variance indicate that the instrument should be
adjusted in the proposed dimensions, as well as in the number of items used to
measure work commitment. However,
the limitations of the study related to the sample size and the length of the
instrument suggest an increase in the percentage of variation that can only be
achieved by reducing the items and increasing the sample size. In addition, the
elimination of items would be guided by the level of reliability and validity.
Consequently, the formative implications of the results will guide the
discussion towards the formation and training of intellectual capital in the
face of crises. The traditional
model highlights that work engagement is a psychological connection between the
individual and his or her job [39]. The model identifies three main dimensions
of work engagement: Sense of meaning refers to the degree to which work is
perceived as meaningful and valuable to the individual. Sense of security
involves the perception that work is safe and offers opportunities for personal
and professional growth. Sense of availability is related to the individual’s
willingness to invest energy and effort in his or her job. This model
highlights the importance of creating work environments that provide meaning,
security, and opportunities for employee engagement. The dimensions of the traditional model contrast with the
dimensions established in this work, since while the standard model suggests a
reduction of commitment at the individual, emotional and cognitive levels, the
proposed model suggests that commitment is a phenomenon that develops at
personal, group, organizational and social levels. The stress model focuses on the concept of emotional exhaustion,
depersonalization, and lack of personal accomplishment as key components of
work engagement [40].The model refers to the physical and emotional exhaustion
experienced by employees as a result of work-related stress. Depersonalization
involves adopting a cynical and distant attitude towards others, especially
clients or coworkers. Lack of personal accomplishment is related to feelings of
incompetence and the perception that work lacks meaning and purpose. This model
highlights the importance of addressing burnout and fostering personal growth
and development to improve work engagement.
In contrast, in the proposed model, personal dimensions interact with
organizational, family, and social dimensions. The formative model of
intellectual capital posits that stress and standard traditional processes
coexist, but in the direction of learning dispositions in favor of an
institution, organization, or process. The
“work engagement” model proposes a positive state characterized by energy and
vigor toward work, along with deep involvement and dedication [39]. According to this model, vigor refers to an
employee’s willingness to invest effort in his or her job and persist even in
the face of challenges. Dedication involves a strong emotional connection and
an enthusiastic attitude toward work. Absorption relates to an employee’s
ability to be completely immersed in his or her work and lose track of time
while working. This model highlights the importance of promoting a work
environment that fosters enthusiasm, dedication, and absorption in work to
enhance employee engagement. The
standard model and the stress model differ from the training model and the
happiness model. The proposed model notes that it is the dimensions of
happiness that foster the interrelationship between other dimensions. In this
sense, the training model coincides with the happiness model in that commitment
is the result of a positive learning process. However, the areas of opportunity for the four models: standard,
stress, happiness and training are found in the percentage of explained
variance, which ranges between 53% and 69%. This means that the four models can
be integrated to increase the percentage of explained variance and anticipate
the behavior derived from work commitment.
The objective of the study was to
contrast an observed empirical model against a theoretical model derived from
findings reported in the literature from 2020 to 2025. The results suggest that
the model can be contrasted in other scenarios, although the instrument must be
adjusted to a number of items that allow reducing the dimensions and increasing
the percentage of variation. The reliability and validity indicators will allow
the instrument to be optimized to establish a percentage of explained variance
in the measurement of the work commitment of intellectual capital in the face of
health risks.